Previous research on gender-based economic inequality has emphasized occupational segregation as the leading explanatory factor for the gender wage gap. Yet the globalization of the U.S. economy has affected gender inequality in fundamental ways and potentially diminished the influence of occupational gender segregation. We examine whether occupational gender segregation continues to be the main determinant of gender earnings inequality and to what extent globalization processes have emerged as important (...) determinants of inequality between women’s and men’s earnings. We study factors contributing to the gender earnings ratio as well as the median earnings of men and women for 271 U.S. metropolitan areas. The results indicate that occupational segregation is still the leading determinant of gender earnings inequality, that its effects are only slightly diminished by the presence of globalization, and that various aspects of the global economy independently influence the gender earnings gap. (shrink)

Occupational gender segregation is an obdurate feature of gender inequality in the United States The “family plans thesis”—the belief that women and men deliberately adjust their early career decisions to accommodate their anticipated family roles—is a common theoretical explanation of this segregation in the social sciences and in popular discourse. But do young men and women actually account for their family plans when making occupational choices? This article investigates the validity of this central mechanism (...) of the family plans thesis. Drawing on in-depth interviews with 100 college students at three universities, I find that most women and men report no deliberate consideration of their family plans in their college major or post-graduation career choices. Only a quarter of men accommodate provider role plans in their choice of occupations, and only 7 of 56 women accommodate caregiving plans. Further, men who anticipate a provider role are not typically enrolled in more men-dominated fields, and women who seek caregiver-friendly occupations are not typically enrolled in more women-dominated fields. These findings question the validity of the family plans thesis and suggest instead that the thesis itself may reproduce segregation as a cultural schema that buttresses essentialist stereotypes about appropriate fields for men and women. (shrink)

Efforts to understand gender segregation within and among science disciplines have focused on both supply- and demand-side explanations. Yet we know little about how academic scientists themselves view the sources of such segregation. Utilizing data from a survey of scientists at thirty top U.S. graduate programs in physics and biology and semistructured interviews with 150 of them, this article examines the reasons academic scientists provide for differences in the distribution of women in biology and physics. In quantitative (...) analyses, gender is more salient than discipline in determining the reasons scientists provide for gender disparities between disciplines, suggesting that gender may act as a “master status,” shaping the experiences of scientists regardless of the gender composition of the discipline. Qualitative interviews confirm this interpretation and reveal that scientists also perceive mentoring, natural differences, discrimination, and the history of the disciplines to be important factors. Results contribute to research on the relationship between emotional labor and occupational gender segregation conducted in professions such as law and nursing. (shrink)

This study investigates whether the increasingly common trend of working long hours perpetuates gender segregation in occupations. While overwork is an expected norm in many male-dominated occupations, women, especially mothers, are structurally less able to meet this expectation because their time is subject to family demands more than is men’s time. This study investigates whether the conflicting time demands of work and family increase attrition rates of mothers in male-dominated occupations, thereby reinforcing occupational segregation. Using longitudinal (...) data drawn from the Survey of Income and Program Participation, I show that mothers are more likely to leave male-dominated occupations when they work 50 hours or more per week, but the same effect is not found for men or childless women. Results also show that overworking mothers are more likely to exit the labor force entirely, and this pattern is specific to male-dominated occupations. These findings demonstrate that the norm of overwork in male-dominated workplaces and the gender beliefs operating in the family combine to reinforce gender segregation of the labor market. (shrink)

This article examines the interlinked impacts of gender and race on occupational prestige, segregation, and earnings. Included are occupations about which Bose and Rossi reported prestige ranks and about which the 1980 census reported earnings and relevant gender/race breakdowns. White men are used as the comparison group. Contrasted to them are the gender/race groups of white women, Black men, Black women, Asian-American men, Asian-American women, Hispanic men, and Hispanic women. Race has a more powerful impact (...) than gender on the prestige level a worker is likely to enjoy, but gender does affect prestige within particular racial groups. For segregation and earnings, the strongest effects are those of gender, although there are clear race effects too. Segregation examined in terms of the prestige of occupations in which different groups find themselves shows race and gender effects. Many researchers have pointed to the need for considering both gender and race in examining the American occupational structure. Our findings strongly support that call. (shrink)

Studies of occupational sex segregation rely on the sociocultural model to explain why some occupations are numerically dominated by women and others by men. This model argues that occupational sex segregation is driven by norms about gender-appropriate work, which are frequently conceptualized as gender-typed skills: work-related tasks, abilities, and knowledge domains that society views as either feminine or masculine. The sociocultural model thus explains the primary patterns of occupational sex segregation, which conform (...) to these norms: Requirements for feminine skills increase with women’s representation in the occupation. However, the model does not adequately explain cases of segregation that deviate from these norms or investigate the ways in which feminine and masculine skills co-occur in occupations. The present study fills these gaps by evaluating two previously untested explanations for deviations from the sociocultural model. The findings show that requirements for physical strength increase with women’s representation in professional occupations because physical strength skills co-occur with substantially higher requirements for feminine skills that involve helping and caring for others. These results indicate that the sociocultural model, and more generally explanations for how gender norms drive occupational sex segregation, can be improved by examining patterns of gender-typed skill co-occurrence. (shrink)

In this article, we examine trends in women’s mobility among male-dominated, gender-neutral, and female-dominated occupations. Earlier research, largely employing data from the 1970s and early 1980s, showed that along with significant net movement by women into male-dominated fields, there was also substantial attrition from male-dominated occupations. Here, we build on previous research by examining how “gender-type” mobility rates have changed in recent decades. The findings indicate that while still quite high, levels of women’s occupational mobility among female, (...) gender-neutral, and male occupations have decreased considerably over time. We suggest that this is the result of increasing differentiation among women. In particular, many women, especially those in high-status occupations, plan to pursue employment in a male-dominated field, succeed in gaining entry, and tend to remain in these fields more often than their counterparts in previous decades. We interpret these findings as evidence that gender segregation is maintained by an enduring but imperfect system of social control that constrains women’s choices before, during, and after entry into the labor market. The evidence presented here underscores the importance of studying gender-type mobility as a distinct dimension of labor market inequality. (shrink)

This article explores the effect of women’s movement into the labor market on the gender segregation of work, using the Current Population Survey from 1972 to 1993. The author includes as working those respondents who were “keeping house” and codes keeping house as an occupation. The results show higher estimates of gender segregation, and slightly steeper declines over time, than were seen in previous studies. Analysis of one-year longitudinal changes reveals less movement out of female-dominated occupations (...) when keeping house is included as an occupation. Finally, a decomposition of the segregation trend shows that the movement of women away from keeping house contributed as much to the overall decline in gender segregation as did the desegregation of paid occupations. The author concludes that the movement of women’s work from the household to the labor market has been a driving force in the changing nature of gender inequality. (shrink)

After reviewing the use of isolation in US prisons and public restrooms to confine transgender people in solitary cells and single‐occupancy bathrooms, I propose an explanatory theory of eliminative space. I argue that prisons and toilets are eliminative spaces: that is, spaces of waste management that use layers of isolation to sanctify social or individual waste, at the outer and inner limits of society. As such, they function according to an eliminative logic. Eliminative logic, as I develop it, involves three (...) distinct but interrelated mechanisms: 1) purification of the social center, through 2) iterative segregation, presuming and enforcing 3) the reduced relationality of marginal persons. By evaluating the historical development and contemporary function of prisons and restrooms, I demonstrate that both seek to protect the gender binary through waves of segregation by sex, race, disability, and gender identity. I further argue that both assume the thin relationality of, in this case, transgender people, who are conceived of as impervious to the effects of isolation and thus always already isolable. I conclude that, if we are to counter the violence of these isolation practices, we not only need to think holistically about eliminative spaces and logic, but also to richly reconceptualize relationality. (shrink)

This study examines how occupational sex segregation affects women’s and men’s perceptions of the availability of workplace support. Drawing on theories of gender and empirical studies of workplace tokenism, the author develops the concept of an occupational minority. Although the notion of tokenism was developed to describe processes at the level of the workplace, the author explores how being a minority at the occupational level affects workers. Using nationally representative data, she finds that in mixed-sex (...) occupations, women report higher levels of workplace support than men; in male-dominated occupations, they perceive relatively low levels of support. Men, by contrast, perceive relatively high levels of workplace support in female-dominated occupations. That is, being a member of a numerical minority in one’s occupation is an advantage for men and a disadvantage for women. (shrink)

Gender affects us, but we also affect gender. This study reveals some of the ways women in two types of occupations—furniture sales and secretarial—shape the system of gender. As they struggle to define their identities within a segregated occupational structure, these women evoke notions of their differences from men and from other women, as well as their similarities to each group, in ways that are consistent with feminist theoretical positions on these issues. I argue that the (...) ways these women define themselves have consequences for the shape of the system of gender. Many women inadvertently reinforce gender either by upholding traditional gender categories or by devaluing women. Yet some women create a powerful opportunity to dismantle gender by appreciating the work women have done and aligning themselves with these women to break out of staid gender categories. (shrink)

Recent research indicates that among young women, Blacks have lower employment rates than whites. Evidence is provided about whether young Black women's lower employment rates stem from structural features of the labor market, discrimination, or changing family or individual characteristics. Data show that Black women exit full-time employment at higher rates because they are more likely to be laid off, to leave because they work in temporary/seasonal jobs, and to leave for other reasons. Structural features of the labor market are (...) key in explaining Black women's higher rates of lay-offs, exits from temporary/seasonal work, and exits for other reasons. Individual characteristics and discrimination play a role in Black women's higher rates of lay-offs and exits for other reasons while family characteristics are important in explaining Black women's higher rates of leaving temporary/seasonal work and leaving for other reasons. Evidence suggests that Black women's higher exit rates are indicative of disadvantage in the labor market. (shrink)

Fringe benefits have been neglected as a source of job-induced gender inequality. Among full-time, private sector workers in the United States in 1979, women's health insurance coverage rate was 12 percentage points lower than men's. This article considers three models to explain such gender differences in the receipt of fringe benefits: the direct discrimination model, the occupational segregation model, and the industrial segregation model. Using data from the May 1979 Current Population Survey Supplement, we found (...) the magnitude of the gender gap in health insurance coverage in the United States to be related to industrial differences. We argue that industrial segregation of women workers may be more important than occupational segregation in determining gender differences in work rewards. (shrink)

This article highlights the extent to which finding a job without actively searching sustains workplace sex segregation. We suspect that unsolicited information from job informants that prompts fortuitous job changes is susceptible to bias about gender “fit” and segregates workers. Results from analyses of 1,119 respondents to the 1996 and 1998 waves of the National Longitudinal Survey of Youth are generally consistent with this expectation. Gender “misfits”—individuals employed in gender-atypical work groups— are more likely to move (...) into gender-typical work groups than neutral ones. Women misfits are more likely to move into male-dominated than neutral work groups without a job search, but they join mostly desegregated occupations and receive lower job rewards than men misfits who change jobs without searching. We conclude that the nonsearch process serves as an important mechanism that sustains sex segregation and workplace inequality. (shrink)

The purpose of this article is to investigate how sex segregation, social class, and gender are analytically related to occupational stratification. Recent discussions of women and men in the labor force revolve around whether a sex-segregated model in which sex of the worker affects placement, a pure social class model using classical criteria, or a gendered social class model in which social organizational processes of a gendered social class structure affect positioning in the stratification system. This article (...) addresses the influence that social class and gender have on stratification in the labor market. Data from the 1972-82 General Social Survey on 371 occupations, representing 7,541 male and female workers, are used to formulate a social class scheme based on all workers' characteristics. In comparing the models, the analyses show that an integrated gendered social class perspective is consistent with the empirical differentiation found among women and men in the labor force. (shrink)

The number of women occupying male-dominated blue-collar jobs continues to be very low. This study examines segregation in the blue-collar trades, taking into consideration both structural and individual factors. Using nationally representative data for 25 countries, the study shows that segregation in the blue-collar sector does not vary with the strength of vocational education and training programs. At the individual level, findings reveal higher degrees of social reproduction among working-class families, but parental background alone does not fully account (...) for the gender composition of the sector in which children end up working. Overall, the findings point to the existence of a socializing mechanism that entrenches horizontal segregation in the blue-collar sector. The study indicates that to reduce segregation in the blue-collar fields, policies must address this prior mechanism, both at the structural and individual level. (shrink)

Using data from the 1979 to 1998 waves of the National Longitudinal Survey of Youth, the author explores how gender, family, and class alter the impact of self-employment on earnings. Fixed-effect regression results show that while self-employment positively influences men’s earnings, not all women similarly benefit. Professionals receive the same self-employment earnings premium, regardless of gender. However, self-employment in nonprofessional occupations negatively affects women’s earnings, with wives and mothers incurring the greatest penalties. The high concentration of nonprofessional self-employed (...) women in child care accounts for much of these penalties. Results are robust despite inclusion of controls for human capital and labor supply, job characteristics, occupational and industrial gender segregation, and demographic characteristics. The compensating differentials argument, that women with greater family responsibilities trade earnings for the family-friendly aspects of self-employment, is discussed in light of these findings. While this argument may explain women’s returns to nonprofessional self-employment, it is less persuasive for interpreting women’s returns to professional self-employment. (shrink)

Women working in academic environments that are male dominated are subjected to high levels of occupational stress due to the so called stereotype threat (ST) (Steele, 1997). Stereotype threat is a social-psychological threat that arises when one is in the situation of doing something for which a negative stereotype about his/her group applies. For women's university teaching staff stereotype threat is a source of anxiety that affects their performance, career commitment and overall job satisfaction. Additionally ST accounts, partly, for (...) the horizontal and vertical gender segregation that is found in many fields. In order to overcome these problems we have proposed a preventive intervention program based on Rational Emotive Behaviour Therapy principles. (shrink)

Male-dominated and sex segregated elite professional and amateur sport1 in North America constitutes a "sport nexus" (Burstyn, 1999; Heywood & Dworkin, 2003) that combines economic and cultural influence to reinforce and perpetuate gender injustice. The sport nexus is an androcentric sex-segregated commercially powerful set of institutions that is highly visible and at the same time almost completely taken for granted to the extent that its anti-democratic impetus goes virtually unnoticed. The sport nexus’s hegemonic role in defining sporting norms (Coakley (...) & Donnelly, 2004) means that its role in shaping lower level amateur and recreational sporting institutions and cultures is highly significant. Fraser (2007) defines gender justice, and hence democracy, in terms of "participatory parity," that is, material and cultural equality for women. The sport nexus itself is characterized by highly gendered occupational segregation (Coventry, 2004). It further contributes to gender injustice, homophobia and transphobia by promoting the ideology of the two sex system (Fausto-Sterling, 2000) and gendering citizenship as fundamentally male (Burstyn, 1999). Feminist strategies for sport reformation attempt to reduce or eradicate the role of the sport nexus in legitimating and perpetuating gender injustice. In this article I consider the potential of these strategies and conclude with a set of recommendations for transforming organized sport at both elite and recreational levels. (shrink)

The concept of reproductive labor is central to an analysis of gender inequality, including understanding the devaluation of cleaning, cooking, child care, and other “women's work” in the paid labor force. This article presents historical census data that detail transformations of paid reproductive labor during the twentieth century. Changes in the organization of cooking and cleaning tasks in the paid labor market have led to shifts in the demographics of workers engaged in these tasks. As the context for cleaning (...) and cooking work shifted from the dominance of private household servants to include more institutional forms, the gender balance of this reproductive labor workforce has been transformed, while racial-ethnic hierarchies have remained entrenched. This article highlights the challenges to understanding occupational segregation and the devaluation of reproductive labor in a way that analyzes gender and race-ethnicity in an intersectional way and integrates cultural and structural explanations of occupational degradation. (shrink)

In this paper, I show that there is a bidirectional relationship between gender-based social norms and gender-segregated education policies that excludes girls from knowledge production within the Iranian school system. I argue that gender segregation in education reproduces hermeneutic inequality through the reinforcement of epistemic segregation as a form of epistemic injustice. In particular, I focus on gender-based instructional epistemic injustice, which refers to a set of epistemic practices that actively exclude a student or (...) an education professional in their capacity as a knower from the process of knowledge production within an education system based on gender dynamics, roles, norms, or expectations. This, in addition, has an impact on schoolboys through the reproduction of active ignorance. I conclude that in societies such as Iran, where highly gendered norms play out in the school system and are further reinforced by that system, the result is not limited to gender segregation itself, but extends beyond it to a form of epistemic injustice that wrongs students by reproducing and reinforcing those highly gendered norms. (shrink)

This article pursues two central goals. First, I seek to advance the sustained study of occupational identity as a pivotal mechanism for organizing work and, thus, as a productive means of integrating the aims of two scholarly movements: 1) the ‘dislocation’ of organization and 2) the renewed emphasis on work in organization studies. Specifically, I propose the study of evolving relations between occupational image discourse and role communication, and my analysis of US commercial airline pilots enacts the potential (...) of such research. The analysis demonstrates how contemporary pilots draw on the deliberate historical construction of airline pilots as elite, fatherly professionals to make sense of their work, explicitly invoking gender discourse as a rational and emotional warrant for their labor and, in so doing, implicitly articulating sexuality, race, and class discourses. Accordingly, the second major goal of the article is to promote inquiry into how discourses of difference function to organize occupational identity and, thus, to produce the division and hierarchy of labor. With this move, I seek to bring a more constitutive view of discourse and communication, as well as a focus on intersection and interplay among discourses of difference, to the study of occupational identity and segregation. (shrink)

This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s segregated athletic (...) participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority. (shrink)

Concern has been raised that segregation of girls and boys into separate classes leads to increased gender stereotyping. We tested this in a sample of 365 seventh-grade students attending a junior high school that offers both gender-segregated (GS) and co-educational classes. It was found that for both boys and girls, the more GS classes they took in the fall, the more gender stereotyped they were in their responding in the spring (controlling for initial levels of (...) class='Hi'>gender stereotyping). We concluded that GS likely heightens the salience of gender in the classroom thereby reinforcing and increasing gender stereotypes. As such, we argue that GS is a misguided approach to addressing any educational difficulties girls and boys might be having. (shrink)

Based on a multiyear study, this article analyzes the reproduction of adult gender segregation in two youth-sports organizations in which most men volunteers become coaches and most women volunteers become “team moms.” We use interviews and participant observation to explore how these gender divisions are created. While most participants say the divisions result from individual choices, our interviews show how gendered language, essentialist beliefs, and analogies with gendered divisions of labor in families and work-places naturalize this division (...) of labor. Observation reveals how patterned, informal interactions reproduce it as well. We show how nonreflexive informal interactions at the nexus of three gender regimes—youth sports, families, and workplaces—produce a gender formation with two interrelated characteristics: an ascendant professional class gender ideology that we call “soft essentialism” and a “gender category sorting system” that channels most men into coaching and most women into being “team moms.”. (shrink)

Using a unique data set, the author investigates gender segregation in voluntary organizations. Results indicate that women are more likely than men to belong to gender-segregated groups and women's groups primarily restrict members to contact with persons of the same age, education, and marital and work status. The article ends with a discussion of how segregated voluntary associations help perpetuate a social world that is substantially ordered by gender.

Gender and public markets have long been intertwined in Peru. The vast majority of market-sellers are women, and significantly this kind of work has been intimately related to women’s empowerment and agency within a deeply patriarchal society. However, with the arrival of COVID-19 the woman-centred space of the marketplace became compromised. While once a place of female empowerment, during the pandemic the market became seen as a dangerous ‘viral vector’, with 79% of Lima market sellers testing positive for Coronavirus (...) during the first lockdown of 2020. Further still, a gender-segregated quarantine policy drove women to the markets en-masse; a policy that was withdrawn early due to its spectacular, although unsurprising, failure, causing a total inability to social distance on ‘women’s days’. As such, this paper investigates the extent to which the pandemic increased the ‘feminised burden of care’ to include deadly viral infection during the gender segregated quarantine. Applying an intersectional, post-colonial framework, the ‘feminised burden of care’ is approached as stratified along racial and class lines since markets are not spaces for all women. Furthermore, this paper will show how these intersecting structures of power that have persisted through time may become more visible and observable in times of crisis, such as through Peru’s short-lived gender segregated quarantine. With this in mind, it will be possible to suggest that the events of 2020 were more than just policymaker missteps, but a persistence and exacerbation of long-existing entangled structures of colonial and patriarchal powers. As such, it can be inferred that in an emergency, it is these power structures that were automatically adopted as the first port of call, and thereby perpetuate and strengthen them into the future. (shrink)

Customers have obvious occupational gender stereotypes for service employees. In recent years, intelligent service robots have been widely used in the hospitality industry and have also been given gender characteristics to attract customers to use them. However, whether and when the usage of gendered service robots is effective remains to be explored. This research focuses on customers' occupational gender stereotypes and the gender of service robots, examining the influences of their consistency on customers' willingness (...) to use service robots through three scenario studies. The findings suggest that: The consistency between occupational gender stereotypes and service robot gender positively affects customers' willingness to use service robots. Performance expectancy and trust are two psychological mechanisms underlying the above effect. In the context of service failures, the consistency backfires and brings negative effects on willingness to use. This research extends the literature on customers' acceptance of anthropomorphized robots from the perspective of gender stereotypes and identifies the mechanisms behind the stereotype consistency effect. For practical implications, hotels should design and deploy gendered robots consistent with corresponding occupational gender stereotypes. (shrink)

Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute to these efforts and drawing on (...) several theoretical approaches, the present study provides a contemporary examination of whether women and men differ in their levels of power motivation and whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations, diverse operationalizations of power motivation and leadership role occupancy, and study design. Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Nomadic Turns:Epistemology, Experience, and Women University Band DirectorsElizabeth GouldMusic education occupations in the U.S. have been segregated by gender and race for decades. While women are most likely to teach young students in classroom settings, men are most likely to teach older students in all settings, but most particularly in wind/percussion ensembles.1 Despite gender-affirmative employment practices, men constitute a large majority among band directors at all levels.2 (...) At the postsecondary level in the U.S., women constitute less than 10%.3 In all cases and all levels, the vast majority of band directors are white. Occupational segregation inhibits the development of individuals' careers as well as the development of the profession as individuals choose or are hired for positions based on their gender and/or race rather than their abilities.In terms of women university band directors, researchers have investigated employment trends,4 personal and occupational characteristics,5 occupational role models, and professional identity.6 Their findings generally have supported the hypotheses that historical precedent, traditional socialization, discrimination, segregation, and lack of role models contribute to their persistently low percentage as band directors. Longitudinal studies7 demonstrate that the percentage of women band directors has not increased significantly, and may be actually [End Page 147] declining after thirty years of enforcing affirmative action laws, which would suggest that these interventions have not provided the basis for enacting change in the profession. Further, change does not seem possible if members of the profession do not understand what causes the situation to persist. For example, while the College Band Directors National Association has supported the Linda A. Hartley and Deborah A. Sheldon study,8 their concern seems to be in only identifying the extent of the situation with the intention of increasing the number of women and non-white individuals who are band directors within the profession as it currently is constructed. This empirical approach is inadequate because it addresses neither the values held by members of the profession, nor its structure, which as previous research indicates, is poorly understood and must change to make possible meaningful increases in the number of women and non-white people.The profession of conducting university bands exists within the profession of music education in general, which, of course, exists within the profession of music. Clearly, one cannot be adequately understood without placing it in the context of the others. What is needed, then, are richer, more substantive, and meaningful understandings of the professions in general and of specific questions within them in particular, as they may provide the basis on which change can be possible. In addition to addressing the issue of persistent occupational gender and racial segregation, questions that may be addressed include positionalities9 of bands in the music education profession, the relationship of performance/conducting to the music profession, and the role of the musician in society in general. In order to accomplish this, I propose an analytical method that is both postmodern and feminist, and in which the philosophical figuration of the nomad, as explicated by Rosi Braidotti,10 is central.Postmodern/Feminist AnalysisDescribed variously as a "philosophical perspective,"11 a "sensibility,"12 and a historical moment,13 postmodernism resists definition. It may be understood as a way of perceiving the world that accepts and even embraces contradictions and uncertainties while rejecting commonly accepted cultural beliefs and practices, including humanist understandings of identity, representation, and the subject. This is a "postmodernism of resistance"14 that interrogates cultural practices, focusing on what is unexpected, marginalized, and silenced, opening spaces for change. In contrast, analysis based on modernism is constrained by binary oppositions that inscribe the positionalities of social groups. These oppositions are exemplified by Subject/Other (for example, male/female, reason/emotion) and consist of asymmetrical power relations in which the former is privileged over the latter, and the latter is defined in terms of not-the former. Postmodern analysis [End Page 148] reveals what these dualisms exclude, distort, or obscure, and provides flexibility for research from a variety of perspectives. Braidotti describes it as a "new kind of theoretical style"15 in terms of thinking, design, and analysis of research, a style... (shrink)

This article examines gender discrimination in earnings and promotions in a sample of 451 computer professionals employed by 14 organizations in a western Canadian city. The data suggest that women computer professionals do less well than their male counterparts in terms of income and job status; the differences are largely attributable to differences in work experience. Strength apparently does not lie in numbers, however. Organizations that hire relatively more women computer professionals seem to choose those who are less well (...) educated and less experienced than their male employees; they reward them correspondingly less well. The authors argue that the different proportions of women are the result of predictable strategies of recruitment aimed at limiting women's access to positions of authority. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Nomadic Turns:Epistemology, Experience, and Women University Band DirectorsElizabeth GouldMusic education occupations in the U.S. have been segregated by gender and race for decades. While women are most likely to teach young students in classroom settings, men are most likely to teach older students in all settings, but most particularly in wind/percussion ensembles.1 Despite gender-affirmative employment practices, men constitute a large majority among band directors at all levels.2 (...) At the postsecondary level in the U.S., women constitute less than 10%.3 In all cases and all levels, the vast majority of band directors are white. Occupational segregation inhibits the development of individuals' careers as well as the development of the profession as individuals choose or are hired for positions based on their gender and/or race rather than their abilities.In terms of women university band directors, researchers have investigated employment trends,4 personal and occupational characteristics,5 occupational role models, and professional identity.6 Their findings generally have supported the hypotheses that historical precedent, traditional socialization, discrimination, segregation, and lack of role models contribute to their persistently low percentage as band directors. Longitudinal studies7 demonstrate that the percentage of women band directors has not increased significantly, and may be actually [End Page 147] declining after thirty years of enforcing affirmative action laws, which would suggest that these interventions have not provided the basis for enacting change in the profession. Further, change does not seem possible if members of the profession do not understand what causes the situation to persist. For example, while the College Band Directors National Association has supported the Linda A. Hartley and Deborah A. Sheldon study,8 their concern seems to be in only identifying the extent of the situation with the intention of increasing the number of women and non-white individuals who are band directors within the profession as it currently is constructed. This empirical approach is inadequate because it addresses neither the values held by members of the profession, nor its structure, which as previous research indicates, is poorly understood and must change to make possible meaningful increases in the number of women and non-white people.The profession of conducting university bands exists within the profession of music education in general, which, of course, exists within the profession of music. Clearly, one cannot be adequately understood without placing it in the context of the others. What is needed, then, are richer, more substantive, and meaningful understandings of the professions in general and of specific questions within them in particular, as they may provide the basis on which change can be possible. In addition to addressing the issue of persistent occupational gender and racial segregation, questions that may be addressed include positionalities9 of bands in the music education profession, the relationship of performance/conducting to the music profession, and the role of the musician in society in general. In order to accomplish this, I propose an analytical method that is both postmodern and feminist, and in which the philosophical figuration of the nomad, as explicated by Rosi Braidotti,10 is central.Postmodern/Feminist AnalysisDescribed variously as a "philosophical perspective,"11 a "sensibility,"12 and a historical moment,13 postmodernism resists definition. It may be understood as a way of perceiving the world that accepts and even embraces contradictions and uncertainties while rejecting commonly accepted cultural beliefs and practices, including humanist understandings of identity, representation, and the subject. This is a "postmodernism of resistance"14 that interrogates cultural practices, focusing on what is unexpected, marginalized, and silenced, opening spaces for change. In contrast, analysis based on modernism is constrained by binary oppositions that inscribe the positionalities of social groups. These oppositions are exemplified by Subject/Other (for example, male/female, reason/emotion) and consist of asymmetrical power relations in which the former is privileged over the latter, and the latter is defined in terms of not-the former. Postmodern analysis [End Page 148] reveals what these dualisms exclude, distort, or obscure, and provides flexibility for research from a variety of perspectives. Braidotti describes it as a "new kind of theoretical style"15 in terms of thinking, design, and analysis of research, a style... (shrink)

Ethics and associated values influence not only managerial behavior but also managerial success (England and Lee, 1973). Gender socialization theory hypothesizes gender differences in ethics variables whether or not individuals are full time employees; occupational socialization hypothesizes gender similarity in employees. The conflicting hypotheses were investigated using questionnaire responses from a sample of 308 individuals. Analysis of variance and hierarchical regression yielded unexpected results. Although no significant gender differences emerged in individuals lacking full time employment, (...) significant differences existed between employed women and men, with women appearing more ethical. While occupational socialization predicts an interaction between employment status and gender, these group differences were opposite to those predicted. An implication for the two theories and the current conflicting research support is that these commonly used theories may be of limited usefulness. Some alternative concepts are proposed. (shrink)

Research on couples’ earnings arrangements has focused on men’s and women’s conformance to the male-breadwinner/female-homemaker model. By doing so, research has ignored the following: Breadwinning can be a source of stress for men; the male-breadwinner/female-homemaker model does not apply to all racial groups; and the proportion of women in an occupation may moderate the stress process associated with divergent earnings arrangements. To address factors overlooked, I applied mixed-effects models to the 1999–2017 Panel Study of Income Dynamics data to examine the (...) internalizing and externalizing responses to stress among married, non-Hispanic white and Black men and women. Greater relative earnings reduce Black women’s psychological distress and heavy drinking, but increase Black men’s heavy drinking. Among white men, greater relative earnings reduce psychological distress and demonstrate a curvilinear relationship with heavy drinking, whereas no significant pattern emerges for white women. Occupational sex composition moderates these relationships. Among Black women, greater relative earnings lower psychological distress the most for those in women-concentrated occupations, and moving from economic dependency to equal breadwinning decreases heavy drinking the most for white men in men-concentrated occupations. Findings showcase the value of an intersectional approach to capture the diverse meanings associated with earnings arrangements. (shrink)

The article is based on the argument that labour market segregation is an important factor contributing to women’s inequality in the labour market. Therefore, any equal opportunities policy has to be combined with a policy to reduce segregation. But up to now segregation has been extremely persistent, as is shown in a short empirical overview of segregation in the Austrian labour market. It is argued that the roots of this phenomenon lie in the assignment of men (...) and women to the market area and the reproduction area according to the breadwinner model. Labour market segregation by sex can be seen as a transformation and continuation of the asymmetrical gender relation in the family to the labour market. Most of the mechanisms and processes that occur every day in the labour market work together to preserve sex segregation. Strategies to reduce segregation should look at these historical roots of segregation and at the connection with the overall gender division of labour. Different perspectives on a reduction of labour market segregation are presented. (shrink)

Previous research has found that sex differences in occupational preferences are both substantial and cross-culturally universal. Androphilic males tend to display “gender-shifted” occupational preferences, with relatively female-typical interests. Past research has overwhelmingly relied on Western samples; this article offers new insights from a non-Western setting. Known locally as fa’afafine, androphilic males in Samoa occupy a third-gender category. Data were collected in Samoa from 103 men, 103 women, and 103 fa’afafine regarding occupational preferences and recalled childhood (...) gender nonconformity (CGN). A substantial sex difference was observed in the occupational preferences of men and women (d = 2.04). Interestingly, women and fa’afafine did not differ in their preferences (p = 0.89), indicating a complete gender inversion of occupational preferences in the latter. Although there was no correlation between women’s CGN and masculine occupational preferences, there was a significant correlation (r = −0.62) between these variables in both men and fa’afafine. Among males (both men and fa’afafine), increased CGN was associated with preference for feminine occupations. The present research corroborates past findings and furnishes support for the conclusion that female-typical occupational preferences are a cross-culturally invariant aspect of male androphilia. (shrink)

Substantial average gender differences in childhood play behaviour and occupational interests have been well-documented. Recent research shows that childhood gender-related play behaviour longitudinally predicts gender-related occupational interests in adolescence. The first aim of the present study was to extend this recent finding by examining whether university students’ recalled childhood gender-related play behaviour predicts their current gender-related occupational interests. The second aim of the present study was to investigate whether gender-related socio-cognitive processes (...) mediate the relation between childhood play behaviour and subsequent occupational interests. University students completed scales assessing recalled childhood gender-related play behaviour, gender-related occupational interests, gender typicality, gender contentedness, agentic goal endorsement, communal goal endorsement, and gender-related occupational stereotype flexibility. In the present study, recalled childhood gender-related play behaviour predicted gender-related occupational interests in both men and women. In men, gender typicality and gender contentedness mediated the play-interests link. In women, gender typicality and communal goal endorsement mediated the play-interests link. The present study provides further evidence that childhood gender-related play behaviour is related to subsequent gender-related occupational interests. Although the current study has a correlational design, one interpretation of the current findings is that childhood play may influence socio-cognitive processes, such as gender compatibility and goal endorsement, which may in turn shape occupational interests. (shrink)

In this article, I develop a framework for re-imagining gender-based violence not as an outgrowth of patriarchy but as a response to the threat of gender integration and the inversion of the gendered hierarchy. I argue that this reconceptualization is critical to re-envisioning not just research but also prevention and intervention strategies. I begin by identifying two reasons for the stalled revolution in reducing rates of gender-based violence: the focus on intimate partner violence and sexual violence as (...) distinct rather than as similar tools that are simply deployed in different spaces, and the de-centering of Black feminist voices and the obscuring of the similarities between gender-based violence and racialized violence. Finally, I conclude with recommendations to transform policies and hegemonic ideologies that limit the impact of gender-based violence—including by holding perpetrators accountable—and render it socially unacceptable, thus creating the foundation for building social institutions that are diverse, inclusive, and equitable. (shrink)

The gendered occupational role can have an impact on both employees and organizations they work for. This study aims to explore different sides and factors that are related to experience, challenges, and coping mechanisms of male dry cleaners amidst gendered occupational roles. The methodology used were: Heideggeran Phenomenology, Semi- structured Interview Guide, Interpretative Phenomenological Analysis (IPA) by van Kaam and modified by Moustakas. This st udy had 15 participants. Based on the data collected, the following themes were identified (...) in this study; namely, (1) The Steadf ast, (2) and The Challenged. Likewise, the following sub themes were identified from the data- gathering and are based on their perspectives. Masculinity of a male laundry employee can really affect the perspective of an in dividual, the more the male look masculine the more that the people can easily conclude that his physique is not suitable on the jobs like laundry, because people always expect that men should work on a heavy work like truck, construction sites, etc. (shrink)

Previous research has shown that female leaders lead slightly more effective than male leaders. However, women are still underrepresented in higher management. In this study, we seek to contribute to a deeper understanding of this paradox by proposing and testing an innovative model that integrates different research streams on gender and leadership. Specifically, we propose power motivation and transformational leadership as two central yet opposing dynamics that underlie the relation between gender and leadership role occupancy. We tested this (...) model in a sample of 256 employees. Results provided support for the proposed relations. These findings contribute to a more detailed and comprehensive understanding for central dynamics that link gender and leadership role occupancy. Moreover, they provide important insights for interventions that are targeted at reducing the gender gap in leadership. We discuss the theoretical and practical implications of these findings. (shrink)

Previous research has shown that female leaders lead slightly more effective than male leaders. However, women are still underrepresented in higher management. In this study, we seek to contribute to a deeper understanding of this paradox by proposing and testing an innovative model that integrates different research streams on gender and leadership. Specifically, we propose power motivation and transformational leadership as two central yet opposing dynamics that underlie the relation between gender and leadership role occupancy. We tested this (...) model in a sample of 256 employees. Results provided support for the proposed relations. These findings contribute to a more detailed and comprehensive understanding for central dynamics that link gender and leadership role occupancy. Moreover, they provide important insights for interventions that are targeted at reducing the gender gap in leadership. We discuss the theoretical and practical implications of these findings. (shrink)

This article explores the process and meaning of occupational mobility among a selected sample of 40 immigrant and nonimmigrant women of Mexican descent in the San Francisco Bay Area who entered the secondary labor market of semiskilled clerical, service, and operative jobs in 1978-1979 and 1980-1981. This labor market was segmented along race and gender lines with few promotional ladders available as the work force became more nonwhite and female. When Chicanas and Mexicanas obtained jobs with fewer Chicano (...) coworkers and greater avenues for advancement, they reported escalating conflictual social relations at work. Occupational mobility contained both objective and subjective dimensions for the respondents. Often a woman felt mobile in a job that lacked the means for advancement because she compared herself to a local Chicano or Mexicano working-class reference group and a self-concept rooted in her class, race, and gender. (shrink)